Individual and Team Resistance to Processes
Introduction
Last week we looked at organizational roadblocks to implementing and changing processes. For today's article, we are going to look at the same topic, but through the lens of individual contributors and the teams they support. This type of resistance may exist even when there is excellent organizational support for process improvement, but it still needs to be addressed.
Why Do You Doubt Me ???
Whenever there is doubt, there will be resistance. If we find that our colleagues are reluctant to embrace the process changes we are advocating for, chances are there is resistance coming from us as much as them! Back to the topic of bias, where we are most certainly going to have a propensity to feel that our ideas are not only right but the best. And likewise, whoever is resisting the changes we are proposing will be thinking similarly.
"I could've made this way better, but nobody asked me!"
Common reasons why we run into roadblocks:
- Collaboration - Did we involve all parties who would be impacted? Was their feedback considered? If not, we need to know why!
- Education - Was everyone given ample opportunity to learn, practice, and ask questions? Can we do better?
- Resentment - Sometimes it's just personal. But how we react can make all the difference. Lower those shields and listen without motive or prejudice.
When dealing with these types of hindrances, we need to be fair when "making our case" to those who are resisting. In the end, if we make the effort to engage and listen to those we perceive to be "against" us, we will discover the actual cause of the contentious behavior (Hint: It's probably not about you!), and that can be an amazing opportunity to address even bigger issues we may not have known exist!
Wow, I Didn't See That Coming ??!
We've all had those aha moments, and it feels pretty darn good when it happens, right? If we examine some examples of when that has happened to us, we will find that these moments typically transpire when we allow ourselves to be vulnerable. This can happen in both a safe environment and when we are under attack (perceived or actual). The problem with showing vulnerability in a hostile environment is that we are most likely doing that with anger and frustration when we basically explode...and then shut down ??. Something good could still come from that, but as professionals, we should be striving to create a supportive and collaborative environment where everyone has a voice!
"I would've spoken up, but it never seems to make a difference!"
If we allow ourselves to be open to feedback, creating an environment where others feel empowered to speak up, we are setting ourselves and our team up to experience more of those aha moments ??!
Final thoughts ??
Over the last two weeks, we have been discussing roadblocks we might experience when implementing something new into our organizations. That resistance can be anything from a systemic problem that plagues our workplace to just one or two colleagues.
No matter how these obstacles present themselves, it's best to view them in a positive light. We will always fare better when we don't take a defensive position on something. For example, let's reframe roadblocks as "detours" and resistance as "time-outs". See how that works? It's not always easy, I'll give you that, but it's definitely worth the effort and the results will surely follow!
What's next?
OK, so we have navigated the treacherous waters of fear, doubt, and resistance, successfully dealing with the negative influences impacting our processes...now what? Next week we will take a closer look at the positive actions we can take to secure stakeholder buy-in and earn their trust.
Author - Marc Jobin